In Situational Leadership we introduced four leadership styles: Telling, coaching, participating, and delegating. Hersey and Blanchard contend that choice comes down to a sense of responsibility and willingness on the part of leader and team.
In contrast, Daniel Goleman, who popularised Emotional Intelligence, identifies six styles of leadership. But, this is where the similarity ends.
Here’s why …
Leadership That Get’s Results
In Leadership That Get’s Results Daniel Goleman asks: What should leaders do?
And, the answer is … get results.
But what leadership behaviours yield positive results?
Research carried out in the late 1990s by the Hay Group identified not four but six main leadership styles. Each derived from different components of emotional intelligence.
The six leadership styles are:
- Coercive – Demanding immediate compliance.
- Authoritative – Motivating people toward a vision.
- Affiliative – Creating harmony and builds emotional bonds.
- Democratic – Forging consensus through participation.
- Pace-setting – Setting high standards for performance.
- Coaching – Developing people for the future.
Different Strokes for Different Folks
Goleman likens these six leadership styles to the golf clubs used by scratch players. Those seasoned players who instinctively choose when to use the correct club — the leadership style — at the right time — the situation — to get the best result.
And, here’s the all-important lesson from Goleman’s message …
The ability to switch between the six leadership styles is a matter of emotional intelligence, and is very similar to changing habits.
As with golf, leadership is learned. It has to be practised.
The Leadership Styles Caddy
To play your leadership game well, use each of the six leadership styles regularly. Choose your clubs well.
|Golf Club||Style in a Phrase||Impact of Style||When to Use|
|Affiliative_||People come first||Creates harmony and builds emotional bonds|
|Authoritative||Come with me||Mobilises people toward a vision|
|Coaching||Try this||Develops people for the future|
|Democratic||What do you think?||Forges consensus through participation|
|Pace-setting||Do as I do now||Sets high standards for performance|
|Coercive||Do what I tell you||Demands immediate compliance|
What would you change?
I think that my leadership style is to get people to fear staying in place, to fear not changing. – Lou Gerstner
What styles do you use the most? And, what do you use least? Why is this?
For any given situation, is your choice of leadership style conscious or instinctive?
Do you think there are times when you would benefit from a different approach?
Creative Commons image courtesy John Fischer.